Here is the 5 minute slide presentation I used at Disrupt HR NYC at the January 21st meeting. 15 seconds per slide, 5 minutes. View the Video here https://vimeo.com/159822387

1. You Aren’t Very Good
at Interviewing…
….and here is how to be great

2. No matter how well we lead, no matter how much
we incentivize or recognize, there is no substitute
hiring the most qualified candidate and placing
them in the right role.

3. 87% OF ALL INTERVIEWERS ARE CONFIDENT
THEY MAKE HIGH QUALITY HIRING DECISIONS*
*Development Dimensions International

4. 46% OF ALL NEW HIRES FAIL*
*Leadership IQ 2012

5. REALITY CHECK- YOU REALLY AREN’T
THAT GOOD AT INTERVIEWING, IN FACT…

6. …THE TRADITIONAL INTERVIEW IS A VERY
POOR PREDICTOR OF EMPLOYEE SUCCESS

7. NOW FOR THE MATH….
TRY THIS SIMPLE TEST
Estimate the value of
1 x 2 x 3 x 4 x 5 x 6 x 7 x 8

8. NOW…….
Estimate the value of
8 x 7 x 6 x 5 x 4 x 3 x 2 x 1

9. WHY DO MOST PEOPLE ESTIMATE THE
ANSWER TO
EQUATION #1 AS AROUND 500
AND EQUATION #2 AS AROUND 2000??

10. We pay more attention to the first number than the rest;
misdirecting our final calculation

11. GOOGLE SEARCH
“10 SECOND IMPRESSION”
34,100,000 HITS

13. • HEIGHT
• ATTRACTIVENESS
• SOUND OF VOICE
• THE TIMING OF THE INTERVIEW
• APPEARANCE OF WARMTH
• SIMILARITY TO INTERVIEWER
CONTRIBUTORS TO CONFIRMATION BIAS

14. QUICK LESSON FROM BSO, CIRCA 1952..
AND TODAY “ THE VOICE”

15. PREDICTORS OF PERFORMANCE
WHAT NEARLY A CENTURY OF
RESEARCH* TELLS US
Work experience +
Reference checks +
Unstructured Interviews =
24% predictability for
performance
Work sample tests +
Structured interviews=
55% predictability for
performance
Frank L. Schmidt and John E. Hunter, “The Validity and Utility of Selection Methods in Personnel Psychology:
Practical and Theoretical Implications of 85 Years of Research Findings,” Psychological Bulleting 124, no. 2 (19968)

16. DESPITE ALL OF THE EVIDENCE AND DATA
MOST MANAGERS RELY ON THE PRIMARY
CANDIDATE EVALUATION TECHNIQUE USED
BY THEIR GRANDPARENTS
THE JOB INTERVIEW

17. Candidate Application
Resume screened by
someone who is familiar
with a specific job
Resume screened by someone who is familiar with all jobs, not
just the one for which the candidate applied
Phone interview Phone interview or video chat interview assesses general ability
In-person interview with
hiring manager & peers
In-person structured interview with hiring manager, peers,
subordinate(s), and cross-functional interviewer
Feedback compiled
Formal, structure feedback compiled, “crowd sourcing” applied,
integrated with “backdoor references”
Hiring manager makes
decision
Hiring committee reviews, then a senior leader, then finally, the
CHRO
Offer extended to candidate
Current recruiting process Proposed recruiting process

18. QUICK TIP
WWW.VA.GOV/PBI/QUESTIONS.ASP

19. CAUTIONARY NOTE
BEWARE THE ALLURE OF “FIT”

20. • Minimize subjectivity through structured
interviews
• Find your own candidates
• Focus on Hiring at the 95% percentile
FINAL THOUGHTS